mhrd syllabus cbcs

VEER NARMAD SOUTH GUJARAT UNIVERSITYVEER NARMAD SOUTH GUJARAT UNIVERSITYVEER NARMAD SOUTH GUJARAT UNIVERSITYVEER NARMAD SOUTH GUJARAT UNIVERSITY

DEPARTMENT OF RESEARCH METHODLOGY AND

INTERDISCIPINARY STUDIES IN SOCIAL SCEINCES

Proposed Syllabus for Master of Human Resource Development

(Choice Based Credit System)

MHRD_Proposed_Syllabus_CBCS_01.doc of 30

Syllabus Outline:

Paper

Code Subjects

No. of

Credits

Lectures

per week

Tutorials

per week

SEMESTER – I

HR-C-01 Fundamentals of Psychology 4 3 1

HR-C-02 Applied Economics 4 3 1

HR-C-03 Industrial Sociology 4 3 1

HR-C-04 Human Resource Management 4 3 1

HR-C-05 Principles of Management 4 3 1

HR-C-06 Research Methodology 4 3 1

HR-GO-01 Business Communication 2 2 -

Total Credits of Semester I 26

SEMESTER – II

HR-C-07 Industrial Psychology 4 3 1

HR-C-08 Labour Economics 4 3 1

HR-C-09 Social Processes and Behavior Issues 4 3 1

HR-C-10 Organizational Development 4 3 1

HR-C-11 Human Resource Development 4 3 1

HR-C-12 Applied Statistics 4 3 1

HR-GO-02 Business Law 2 2 -

Total Credits of Semester II 26

SEMESTER – III

HR-C-13 Human Resource Information & Control System 4 3 1

HR-C-14 Economics of Human Resources 4 3 1

HR-C-15 Labour Legislation - I 4 3 1

HR-C-16 Industrial Relations 4 3 1

HR-C-17 Global Human Resource Management 4 3 1

HR-C-18 Human Development and Human Rights 4 3 1

HR-GO-03 HRD in Service Sector 2 2 -

Total Credits of Semester III 26

SEMESTER – IV

HR-C-19 Emerging Trends in HR 4 3 1

HR-C-20 Labour Legislation - II 4 3 1

HR-C-21 Project Work 8

HR-C-22

Total Credit of Semester IV 16

Total Credits of the course 94







Detailed Syllabus:

Semester – I

HR – C – 01: Fundamentals of Psychology Semester – 1

Course Objectives:

The course provides an outline on basic concepts of psychology. It is designed to help

students to understand patterns of human behavior in various circumstances. It also

provides the students with the inputs related to the topics like learning, motivation,

intelligence, personality etc.

Course Content:

UNIT I

Psychology: Introduction, Definition, Nature of Psychology, Psychology and other sciences,

subfields of Psychology, Methods of Psychology.

UNIT II

Sensory Process: Characteristics of senses, Receiving process

Perception: Definition, Perceptual process and perception selectivity.

UNIT III

Learning: Nature, Definition, Basic Factors in Learning, Learning theories, Reinforcement,

Types of Reinforcement.

Thinking: Meaning, Definition, Nature of Thinking, Thinking- problem solving and creative

thinking, factors in problem solving.

UNIT IV

Personality: Introduction, Meaning, Definition, Personality theories, Determinant of

Personality.

Social Influence on Human Behavior: Social Psychology Definition, nature and scope,

Socialization culture, social structure, Positions, Roles status, Social class system and social

groups.

REFERNCES

1. Ghorpade M.B,1999 Essentials of Psychologies- Himalaya Publishing House, Mumbai

2. Jarnald John,1996 Work Psychology- McMillan India Ltd., New Delhi

3. Kalat James ,1990 W: Introduction to Psychology-Wads Worth Publishing Co., California

4. Mahmud Jugar,2004 Introduction to Psychology- APH Publishing Corporation, New Delhi

5. Robert Barren,2002 Psychology- Prentice Hall of India Pvt. Ltd., New Delhi







HR – C – 02: Applied Economics Semester – 1

Course Objectives:

• To provide students with a better understanding of microeconomics and how the parts

of the economy function.

• To learn about economic principles and the interaction of the individual units in our

economy (individuals, households, businesses, and government).

• To discuss and develop on awareness of current economic issues and problems.

Course Content:

UNIT I

Nature of Economics

UNIT II

The Basics of Demand and Supply

The Market Process and Prices

UNIT III

Production

Cost of Production

Analysis of Competitive Markets

Monopoly and Monopolistic Competition

Oligopoly: Game Theory and Competitive Strategy

Information, Market Failure and the Role of Government

UNIT IV

Factor pricing: Markets for Inputs

REFERNCES

1. Pindyck R S and D L Rubinfiled (2007), Microeconomics, Pearson.

2. Hirschey (2004), Managerial Economics, Thomson South Western.

3. Peterson, Lewis and Jain (2006), Managerial Economics, Pearson.

4. Mankiw G (2002), Principles of Economics, 3rd

Edition, Thomson South Western.

5. Salvatore Dominick (2003), Microeconomics, 4th

Edition, Oxford University Press.

6. Salvatore Dominick (2007), Managerial Economics, 4th

Edition, Thomson South

Western.

7. Mankiw George (2007), Principles of Microeconomics, Thomson South Western, New

Delhi.

8. George J Borjas, (2005) Labour Economics, McGrawHill, Newyork

9. Salvatore (2008) Managerial Economics, Oxford University Press, New Delhi.







HR – C – 03: Industrial Sociology Semester – 1

Course Objectives:

• The course provides an opportunity to the student to understand the social dimension

of the industry. This course is designed to make the students understand the process of

group formation, human relations approach and the dynamics of Industrial Society.

Course Content:

UNIT I

Industrial Sociology: Definition, Nature and Scope of Industrial Sociology, Importance of

Industrial sociology, Importance of Industrial Sociology in India, Current trends in Industrial

Sociology.

UNIT II

Social Survey: Meaning, Aims of Social Survey, Stages of Social Survey, Types of Social

Survey.

UNIT III

Industrialization and Its impact: (a) On the Caste system, (b) on the system of marriage and

(c) on family system.

Alienation and Anomie: Meaning, Causes of alienation and Solutions to the problem, Marx’s

theory of Alienations, Anomie- Meaning, types of anomies.

UNIT IV

Employee Morale: Meaning, Definition, Measurement of Morale, Factors affects morale,

Attempts to improve morale.

Survey Work: Survey work is to be conducted on some specific selected topic of social

relevance.

REFERNCES

1. Paul Hersey, Kenneth H Blanchard, Dewey E Johnson 2006 Management of

organizational Behavior, 8th edition. Pearson Printice Hall New Delhi

2. Gisbert Pauscual 1972: Fundamentals of Industrial Sociology- Tata Mcgraw- Hill

Publishing House, New Delhi.

3. Sharma, Pandey 2001: Industrial Sociology- Surjeet Publications, New Delhi.

4. Dayal Raghubir 1996: Industrial Sociology and Labour Welfare- Mittal Publications,

New Delhi.







HR – C – 04: Human Resource Management Semester – 1

Course Objectives:

• The subject will allow with little or no prior knowledge of working HRM functions to

understand the methods and techniques of the specialized functions.

Course Content:

UNIT I: Introduction to HRM

Human Resource Management – Introduction and Importance – Conceptual difference

between Personnel Management and HRM – Strategic HRM- role of a HR Manager

UNIT II: Human Resource Planning, Recruitment and Selection

Human Resources Planning – Objectives - HRP Process –Manpower Estimation - Job analysis

- job Description-Job Specification - Recruitment- Sources of Recruitment - Selection

Process-Placement and Induction - Retention of Employees.

UNIT III: Training and Development, Performance Appraisal and Career Planning

Training and Development – Objectives and Needs – Training Process – Methods of Training

- Tools and Aids - Evaluation of training Programs. Career Planning-Succession Planning,

Performance Appraisal System - Definition, Concept and Ethics - Different methods of

Performance Appraisal - Rating Errors.

UNIT IV: Compensation management and Productivity concepts

Compensation Management-Concepts and Components-Job Evaluation- Incentives and

Benefits.

Productivity Management-Concepts-TQM-Kaizen-Quality Circles, Retirement/Separation -

Superannuation - Voluntary Retirement Schemes- Resignation - Discharge-Dismissal -

Suspension-Layoff.

REFERNCES

1. Human Resource Management – Gary Dessler

2. Personnel Management – C. B. Mamoria

3. Managing Human Resources – R. S. Dwiwedi

4. Human Resource Management – V. P. Michael

5. Human Resource Management – Dr. P. C. Pardeshi

6. Human Resource Management – Mirza & Zaiyadin

7. Human Resource Management – L. M. Prasad

8. Human Resource Management – Ashwathappa

9. Managing Human Resources – Arun Monppa







HR – C – 05: Principles of Management Semester – 1

Course Objectives:

• Knowledge on the principles of management is essential for all kinds of people in all

kinds of organizations. After studying this course, students will be able to have a clear

understanding of the managerial functions like planning, organizing, staffing, leading

and controlling. Students will also gain some basic knowledge on international aspect of

management.

Course Content:

UNIT I: Historical Development

Definition of Management – Science or Art – Management and Administration –

Development of Management Thought – Contribution of Taylor and Fayol, Weber and Elton

Mayo – functions of Management

UNIT II: Planning and Organising

Planning: Nature & Purpose – Steps involved in Planning – Objectives – Setting Objectives –

Process of Managing by Objectives – Strategies, Policies & Planning Premises- Forecasting –

Decision-making.

Organising: Nature and Purpose – Formal and informal organization – Organization Chart –

Structure and Process – Departmentation by difference strategies – Line and Staff authority

– Benefits and Limitations – De-Centralization and Delegation of Authority.

UNIT III: Directing

Leadership – Types of Leadership Motivation – Hierarchy of needs – Motivation theories –

Motivational Techniques – Job Enrichment – Communication – Process of Communication –

Barriers and Breakdown – Effective Communication.

UNIT IV: Controlling

System and process of Controlling – Requirements for effective control – The Budget as

Control Technique – Information Technology in Controlling – Use of computers in handling

the information – Productivity – Problems and Management – Control of Overall

Performance – Direct and Preventive Control – Reporting

REFERNCES

1. Harold Koontz & Heinz Weihrich “Essentials of Management”, Tata McGraw-Hill,

1998

2. Joseph L Massie “Essentials of Management”, Prentice Hall of India, (Pearson) Fourth

Edition, 2003.

3. Tripathy PC And Reddy PN, “Principles of Management”, Tata McGraw-Hill, 1999.

4. Decenzo David, Robbin Stephen A, “Personnel and Human Reasons Management”,

Prentice Hall of India, 1996

5. JAF Stomer, Freeman R. E and Daniel R Gilbert, “Management”, Pearson Education,

Sixth Edition, 2004.

6. Fraidoon Mazda, “Engineering Management ”, Addison Wesley, 2000.







HR – C – 06: Research Methodology Semester – 1

Course Objectives:

• This is an introductory course in social science research methodology. It is designed to

introduce the student to basic concepts and problems encountered in social scientific

investigation, including types of data and measurement, sampling, and research design.

This course will emphasize the importance and limitations of theory and methodology

in social science research as well as the purpose of applied research, program

evaluation, policy analysis, and research ethics. Following are the course objectives.

• Familiarity with various methods of conducting empirical research.

• Familiarity with important research terms and concepts.

• Ability to assess the benefits of research applied to social sciences.

• Clarity of thinking in collection and interpretation of numerical data.

Course Content:

UNIT I

The Role of Business Research

The Research Process

Ethical Issues in Business Research

UNIT II

Quantitative and Qualitative Research

Preparation of Research Proposal

Survey Research

UNIT III

Questionnaire Design

Measurement and Scaling Concepts

Sample Designs and Sampling Procedure

UNIT IV

Univariate Statistics

Bivariate Analysis: Test of Differences and Measures of Association

Multivariate Analysis

Report Writing

REFERNCES

Basic Text Books:

1. Donald R Cooper, Pamela S Schindler (2006), Business Research Methods, 9th

Edition, The McGraw-Hill Companies

2. William G Zikmund (2006), Business Research Methods, 7yh Edition, Thomson South-

Western.

3. Bhattacharyya Dipak Kumar, (2007) Human Resource Research Methods, Oxford

University Press, New Delhi.







4. Bryman Alan, Business Research Methods, (2008) Oxford University Press, New

Delhi.

References:

1. Online Statistics textbook by Statesoft.

2. Anderson, Theodore Wilbur. An Introduction to Multivatiate Statistical Analysis. New

York: Wiley, 1958

3. Babbie, E & Halley, F.(1998). Adventures in Social Research: Data Analysis using SPSS

for W95, Pine Forge Press.

4. Berg, Bruce L., 1995. Qualitative Research Methods for the Social Sciences, Boston:

Allyn and Bacon.

5. Bowen, Bruce and Herbert F. Weisberg, 1980. An Introduction to Data Analysis, San

Francisco: W.H. Freeman and Company.

6. Edwards, Allen L. An Introduction to Linear Regression and Correlation., San

Francisco: W.H. Freeman, 1976.

7. Ellis, Lee, 1994. Research Methods In Social Sciences, Wisconsin: Brown and

Benchmark Publications.

8. Gujarati, D.N. (1988). Basic Econometrics. New York: MacGraw-Hill.

9. Lapin L.L.(1991). Quantitative Methods for Business Decisions. New York: Harcourt

Brace Jovanovich Publishers.

10. Neuman, W.Lawrence, 1994. Social Research Methods: Qualitative and Quantitative

Appraoches, Boston: Allyn and Bacon.

11. Popper, K.R. (1959), The Logic of Scientific Discovery, New York, NY: Basic Books.

12. Popper, K.R. (1972) Objective Knowledge, Oxford, U.K.: Clarendon.

13. Sirkin R.M. (1995). Statistics for the Social Sciences. Sage.

14. Tabachnick Barbara & Linda S. Fidell (1989). Using Multivariate Statistics. Cambridge:

Harper & Row.

15. Triola, M (1997) Elementary Statistics. Addision Wesley.

16. Wonnacott, TH & Wonnacott, RJ (1990). Introductory Statistics, 5th Edition. Wiley.

17. Krishnaswamy K. N. (2006) Management Research Methodology Integration of

Principles Methods and Techniques, Pearson Education New Delhi.

18. David C Howell, (2007) Statistical Methods for Psychology, Thomson Learning, New

Delhi.







HR – GO – 01: Business Communication Semester – 1

Course Objectives:

• To enable the students to become aware of their communication skills and sensitise

them to their potential to become successful managers

• To introduce them to some of the practices in managerial communication that are in

vogue

• To help them acquire some of the necessary skills to handle day-to-day managerial

responsibilities, such as

o making speeches,

o controlling one-to-one communication,

o enriching group activities and processes,

o giving effective presentations,

o writing letters, memos, minutes, reports and advertising,

• To help them in maintaining one’s poise in private and in public

• To build their confidence and to install competitiveness by projecting a positive image

of themselves and of their future.

Course Content:

UNIT I

Introduction: Role of communication – defining and classifying communication – purpose of

communication – process of communication – characteristics of successful communication –

importance of communication in management – communication structure in organization –

communication in crisis.

Non-Verbal Communication: barriers to communication – non – verbal communication

Listening: Effective Listening – Telephone and Teleconferencing

UNIT II

Written Communication: Purpose of writing – clarity in writing – principles of effective

writing – approaching the writing process systematically – The writing process for business

communication – Pre writing – Writing – Revising – Specific writing features – coherence –

electronic writing process.

Business Letters and Reports: Introduction to business letters – writing routine and

persuasive letters – positive and negative messages- writing memos – what is a report

purpose, kinds and objectives of reports- writing reports

UNIT III

Case Method of Learning: Understanding the case method of learning – different types of

cases – overcoming the difficulties of the case method – reading a case properly

(previewing, skimming, reading, scanning) – case analysis approaches (systems, behavioral,

decision, strategy) – analyzing the case – dos and don’ts for case preparation.

UNIT IV







Presentation Skills: What is a presentation – elements of presentation – designing a

presentation; Advanced visual support for business presentation- types of visual aid.

Negotiations Skills: What is a negotiation – nature and need for negotiation – factors

affecting negotiation – stages of negotiation process – negotiation strategies.

Employment Communication: Introduction – writing CVs – Group discussions – interview

skills – Impact of Technological Advancement on Business Communication – Communication

networks – Intranet – Internet – e mails – SMS – teleconferencing – videoconferencing

Group Communication: Meetings – Planning meetings – objectives – participants – timing –

venue of meetings – leading meetings.

Media Management – the press release- press conference – media interviews – Seminars –

workshop – conferences.

Business etiquettes.

REFERNCES

1. Basic Business Communication – Lesikar Flatley

2. Essentials of Business Communication – Rajendra pal, J.S. Korlahalli, Sultan chand &

sons

3. Business Communication today – Sushil Bahl, Sage Publications







Semester – II

HR – C – 07: Industrial Psychology Semester – 2

Course Objectives:

• The course aims at providing the student an opportunity to understand the

psychological dimensions of the industry. It covers the topics related to psychological

testing measurement of intelligence which are of immense importance in the process

of employee selection.

Course Content:

UNIT I

Industrial Psychology: Definition, Nature, Scope of Industrial Psychology, Subfields of

Industrial Psychology.

UNIT II

Psychological Test: Definition, Nature, Steps in test development, Classifications of

psychological test, Advantages and disadvantages of testing.

Intelligence: Test of intelligence, the standford-Binet Test and the Wechsler scale, Otis test,

Multifactor tests, Test of Mechanical ability, Test of Clerical ability, Personality tests.

UNIT III

Evaluation of Employees’ Performance: Judgmental methods of Employee performance,

Errors in ratings.

Engineering Psychology: Motion and Time study, Principles of motion economy, Best

method of work.

UNIT IV

Fatigue: Definition, Its effect on human performance, techniques of lessening physical

fatigue.

Boredom: Definition, Effect of Boredom, Countering effect of Boredom.

Counseling: Definition, Need for counseling, objective of counseling, Steps in counseling

process.

REFERNCES

1. Blum W.L: Industrial Psychology- CBS Publisher and Distributors, New Delhi 1984

2. P.K. Gosh & M.B. Ghorpade: Industrial Psychology- Himalaya Publishing House,

Mumbai 1998

3. Srivastava & S. Kumar: Industrial Psychology- Printwell Publishers, Jaipur 1990

4. Chaube SP: Industrial Psychology- Himalaya Publishing House, Mumbai 2000.







HR – C – 08: Labour Economics Semester – 2

Course Objectives:

• To give an overview and understanding of the fundamental issues, insights, concepts

and theories of labor economics.

• To learn the principles of wage determination and compensating wages.

• To understand the role of excess market power, employer and employee, on the labor

market.

• To analyze the major policy issues in labor economics. Such as the minimum wage,

wage discrimination, and international competitiveness.

• To provide the student with a better understanding of the interrelationships between

economics and human resource management.

Course Content:

UNIT I

Indian Labor market: A Historical Overview

UNIT II

Labor quality: Human capital, Education and Training

• Schooling, experience and earnings

• Training evaluation

UNIT III

Unemployment

Immigration

• Immigration and labor market effects,

• Immigrant’s labor market assimilation

Minimum wages

Efficiency wages

The wage curve

UNIT IV

Active labor market policy

Trade unions and their impact on labor market

REFERNCES

1. Borjas, G. (1996): Labor Economics, New York: McGrawHill Companies.

2. Filter, R. K., D. S. Hamermesh and A.E. Rees (1996): The Economics of Work and Pay,

6th

Edition, New York: HarperCollins College Publishers.

3. Snower, D. J. and D. de la Dehesa (1996): Unemployment Policy: Government

Options for the Labour Market, Cambridge: Cambridge Press.







HR – C – 09: Social Processes and Behaviour Issues Semester – 2

Course Objectives:

• The objective of this paper is to familiarize the students with basic behavioral process in

the organization.

Course Content:

UNIT I: Introduction to Organizational Behavior

Organization as Social System, Definition and Scope of Organizational behavior, Discipline

contributing to Organizational Behavior, Historical perspective of Organizational Behavior,

Scientific management, Behavioral approach to management, Contingency approach.

UNIT II: Foundations of Individual Behavior and Personality

Biological foundations of behavior, Causes of human behavior, inherited characteristics of

behavior, Environmental effect on behavior, Behavior as an input-output system, Behavior

and performance. Personality an Introduction, Type A and Type B personality, Personality

dimensions, Introvert and Extrovert personalities, Personality Theories.

UNIT III

Definition of Perception, Major influences on the perception process, Perceptual selectivity,

Factors affecting perception, Perception and attribution, organization implication with

regard to perception. Meaning, Importance and Relevance of values to organizational

behavior, Types of values, Types, components and functions of Attitudes, Link between

Attitudes and Organizational behavior, Overcoming barriers to change attitudes, Concept of

Job satisfaction, factors affecting Job satisfaction, Ways of measuring Job satisfaction,

Impact of job satisfaction on work performance.

UNIT IV

Basic attribution of groups, Reasons for group formation, Types of groups, group

cohesiveness, Group norms, Conflict - Inter dependence of groups, Differentiation of

groups, Nature of conflict in organizations, changing view of conflict, Types of conflict,

Transactional Analysis, Levels of conflict, causes of conflict, Conflict management.

REFERNCES

1. Singh Nirmal(1983) Managing behaviour in Organisations, Deep & Deep.

2. Feldman Daniel C, Arnold Hugh J (1988) organizational Behaviour, McGrawhill.

3. Robins Stephen P. (1994) Essentials of Organisational Behaviour Prentice Hall.

4. Pareek Udai (1996) Organisational Behaviour Processes, Rawat.

5. Rao V S P (1991) Contemporary Studies in Organisational behaviour, Discovery.

6. Tyagi Aehna (1998) Organisational Behaviour, Excel.

7. Greenberg Jerald, Baron Robert A (2004) Behaviour in organizations, Pearson.

8. R.S.Dwivedi (2005) Human Relations and Organisational Behaviour, McMillan.

9. Newstrom John W, Davis Keith (1998) Organisational Behaviour:Human Behaviour at

Work, TMH.







HR – C – 10: Organizational Development Semester – 2

Course Objectives:

• The main objective is to acquaint the students with the theoretical aspects of

organizational change and development and to develop the skill of applying the

knowledge acquired to the practical problems of the change mechanism in an

organization. It also aims at enabling them to take up research in the same field if

necessary.

Course Content:

UNIT I

Organizational Change: Introduction, Nature, Definition, Meaning of organizational change,

Forces to change-Models Kurt Levin’s three step model and Action Research Model,

Reinforce to change: resistance to change and forces for resistance to change, overcoming

resistance to change.

UNIT II

Organizational Development: Introduction, Nature, Definition, Meaning of organizational

development, characteristics of organizational development, objectives of OD, assumptions

and values of OD, OD process,

Diagnosis: Process of Diagnosis. Marvin Wizboards’ Six Box Model for Diagnosis

UNIT III

OD interventions: sensitivity training, grid organization development, survey feedback,

Process consultation, Third party peacemaking, system 4 management, transactional

analysis, success and future of OD. Strategies for success of OD program.

UNIT IV

OD in context of liberalization. OD in Public Sector

Cases:

(1) OD activities at Maruti Udhyog Ltd.

(2) OD activities at Brooke Bond India Ltd.

(3) OD at HMT.

REFERNCES

(1) French Wendell L, 1998: Organizational Development- Prentice Hall of India, New Delhi.

(2) Ramnarayan S., Rao T.V. and Singh Kuldeep,1998: Organization Development

Interventions and Strategies- Response Book, New Delhi

(3) Laxmi Devi,1998: Organizational Development- Anmol Publications Pvt. Ltd. - New Delhi

(4) French Wendell and Bell,2001: Organizational Development- Prentice Hall of India Ltd.,

New Delhi

(5) Wendell L French, Cecil H Bell.jr.,Veena Vohra,2006 Organizational Development

Behavioral Science Interventions for Organizational Improvement, Pearson Education Inc

New Delhi.

(6) Donald Brown and Don Harvey, 2006 An Experimental approach to organizational

Development, Pearson Education Inc New Delhi.







HR – C – 11: Human Resource Development Semester – 2

Course Objectives:

• To help students to develop HRD facilitator skills and develop understanding of various

HRD systems and processes.

Course Content:

UNIT I: Introduction

Historical Development – Concept, Characteristics of HRD, Objectives of HRD, Need for HRD,

HRD as a Total system – Functions of HRD, HRD and Personnel Management, HRD

mechanism – HRD processes – HRD outcomes – Organisational Effectiveness, Challenges for

HRD.

UNIT II: HRD System

Planning and organizing HRD system – Principles of Designing HRD systems, factors affecting

in HRD system Designing – Role of Line manager and CEO in HRD – HRD in Indian Industry.

UNIT III: HRD Climate and Culture

Concept of Climate – factors affecting HRD Climate – Indian Culture and HRD, The

Development Dimensions.

UNIT IV: HRD Audit and Performance Management

Introduction to HRD Audit – Objectives of HRD Audit – Elements of HRD Audit – HRD Audit

Process - Introduction to Performance Management – Difference between Performance

Appraisal System and Performance Management System – Definitions of Performance

Management – Objectives of Performance Management – Purpose of Performance

Management - Performance Management process

REFERNCES

1. Dayal Raghubir (1996) Dynamics of Human Resource Development, Mittal.

2. Bhatia B.S.(1996) Emerging Dimensions of HRD: Role and Orientation, Deep & Deep.

3. Rao T.V. (2003) Future of HRD, Mcmillan.

4. Rao T.V. (1996) Human Resource Development, Sage.

5. Rao T.V. (1991) Readings In Human Resource Development, Oxford and IBH.

6. Rao T.V. (1998) HRD Missionary, Oxford & IBH.

7. Rao T.V. (1994) HRD in New Economic Environment, Tata Mcgrawhill.

8. Jaygopal R. (1993) HRD conceptual analysis and Strategies, Edision.

9. Mathur B.C. (2000) Strategy for Human Resource Development,RBSA.

10. Tripathi P.C. (2002) Human Resource Developemnt, Sultan Chand.







HR – C – 12: Applied Statistics Semester – 2

Course Objectives:

• To provide the basic statistical tools of management and business decisions,

comprising: descriptive statistics; probability distributions; estimation; hypothesis

testing; correlation and regression. On completion of this component of the module,

you should be able to:

a) Appreciate the value of a quantitative approach to solving a wide range of business

problems;

b) Recognize the limitations of quantitative approach;

c) Understand and apply basic statistical concepts within business situations;

d) Benefit from modules of your degree programme that require possession of

quantitative skills and knowledge.

Course Content:

UNIT I

1. Need and use of statistics in social science research

• Use of statistics in Social Science Research

• The nature of Social Science Research

• The stages of Social Science Research

• Using series of numbers to do research

• The functions of Statistics

• Limitations of Statistics

2. Basic Statistics

• Organizing the Data

• Diagrammatic presentation, Tabular presentation

• Cross Tabulations

• Frequency distribution of Nominal Data

• Simple Frequency Distribution of ordinal and interval data

• Proportions and Percentages

• Ratios and Rates

• Percentile Ranks

UNIT II

Descriptive Statistics

• Measures of Central Tendency and dispersion

• Obtaining the Mean, Mode, Median and its illustrations

• Comparing the Mean, Mode, Median

• Measures of variability

• The Range, Mean Deviation, the variance and Standard Deviation

• Comparing the Measures of Variability and their applications

UNIT III

Economic Statistics

• Correlation and Coefficient of correlation

• Strength and Direction of Correlation







• Linear and Curvilinear Correlation

• The performance of Scatter plots

• Pearson’s and Spearman’s Correlation Coefficient

• Partial Correlation

• Regression and Regression Model

• Interpretation of Regression Line

• Regression and Pearson’s Correlation

• Multiple regression, R2, Rbar Square

• Model specification, Dummy variable analysis

• Time Series Analysis

• Basic Concept and Components of Time Series Analysis

• Index Numbers, Simple Index

• Importance of Index numbers, Types of Indices

• Laspeyer’s and Pasche Index

• Issues in construction of Index

UNIT IV

1. Probability Distributions and Estimation

• Random Sample, Estimate, Estimator

• Point Estimation and Interval Estimation of a parameter

• Concept of Binomial Distribution, Poisson Distribution and

• Normal Distribution

2. Testing of Hypothesis

• Null and Alternative Hypothesis

• Level of Significance,Power

• Critical Region and Acceptance Region

• Parametric Test – Student’s – t test, F - test, Chi-square test, One-Way ANOVA,

Two-Way ANOVA

• Nonparametric Test - Run Test, Sign Rank Test, Wilcoxon test, Median Test,

Mann-Whitney Test, Kruskal-Wallis Test

3. Exposure to statistical packages like Minitab, SPSS & E-views etc.

REFERNCES

1. Aczel Amir D and Sounderpandian J (2006), Complete Business Statistics, 6th Edition,

Tata MacGraw Hill.

2. Anderson David R, (2007) Statistics for Business and Economics, Thomsan Learning,

New Delhi.

3. Doane D P and Seward Lori E (2007), Applied Statistics in Business and Economics,

Tat McGraw Hill.

4. Edward W. Minium, (2005) Statistical Reasoning and Psychology and Education, John

Wiley and Sons, New York.

5. John F Barlow, (2006) Excel Models for Business and Operations Management, John

Wiley and Sons, New York.







6. Keller Jerald, (2007) Statistics for Management and Economics, Thomsan Learning,

New Delhi.

7. Ken Black, (2006) Business Statistics for Contemporary Decision Making, Wiley

Dreamtech India Pvt. Ltd., New Delhi.

8. Levin David M (2006) Statistics for Managers Using Microsoft Excel, Pearson

Education New Delhi.

9. Levin Jack and Fox (2006), Elementary Statistics in Social Research, 10th edition,

Pearson,

10. Levin Richard I, (2007) Statistics for Management, Pearson Education, New Delhi.

11. Levine David M; Kehbiel, Timothy C and Berenson M L (2003), Business Statistics: A

first Course, Third Edition , Perason.

12. Prem S Mann, (2004) Introductory Statistics, John Wiley and Sons, New York.







HR – GO – 02: Business Law Semester – 2

Course Objectives:

• This course aims at making the student understand the legal aspects of business. It also

aims at making students aware of the functioning of legal system with reference to

business and familiarizes them with the latest amendments in various Business Laws.

Course Content:

UNIT I

Contract Act, 1882

UNIT II

The Companies Act, 1956

UNIT III

Sale of Goods Act, 1930

Partnership Act, 1932

UNIT IV

The Consumer Protection Act, 1986

The Negotiable Instrument Act, 1882

REFERNCES

(1) Kapoor N.D, Elements of Merchantile Law, Sultan Chand & Sons, New Delhi, 2007

(2) Yusuf Amina, The Consumer Protection Act, C. Jamnadas & Co. Mumbai, 2008

(3) Jabhwala N.H, The Law of contracts, C.Jamnadas & Co. Mumbai, 2008

(4) Kapoor N.D., Elements of Company Law, Sultan Chand & Sons, New Delhi 2007

(5) Jabhwala N.H, The Partnership Act, C. Jamnadas & Co. Mumbai 2007







Semester – III

HR – C – 13: Human Resource Information and Control System Semester – 3

Course Content:

UNIT I

Information Systems in an enterprise, Types of systems and their interrelationships, Sales

and Marketing Systems, Manufacturing and Production Systems, Finance and Accounting

Systems, and Human Resource Systems, Organizations, Management, Strategy and

Information Systems, Information and Communication Networks, E-Commerce, Database

Management Systems, Decision Support Systems Overview.

UNIT II

Nature and purpose of control systems – The new paradigms of Management Control

Systems, four elements of control, organizational structure, organizational goals,

organizational climate, strategic planning and balancing these four levers, Balancing the

tensions in control systems, six sources of tensions in control systems, opportunities and

limitations of the span of control, key control variables, delegation and decentralization,

mutual supportive management systems, Responsibility Centers - Types of Responsibility

Centers - Expense Centers, Profit Centers and Investment Centers - Budgetary Control as a

tool for Management Control Systems - Engineered, Discretionary and Committed Costs -

Approaches to budgeting with respect to Engineered and Discretionary costs -

Benchmarking and Total Cost Management.

UNIT III

External audit, internal controls, internal audit, role of financial controllers, multiple roles of

an auditor, management control process, budgetary control, flexible budget, zero base

budget, performance budgeting, master budget, analysis of budget variance, accounting

aspect of control, management audit, marketing and distribution control, different types of

audits, Financial and Non-financial performance measures with respect to Balance Score

Card (Rock Water's Model), Transfer Pricing (Market based and Cost Based).

UNIT IV

Case Studies and field-based exercise in each functional (line) area – Human Resource

Management, Marketing, Finance and Production.

REFERNCES

1. Anthony and Govindrajan (2007), “Management Control Systems”, Tata McGraw-Hill

Publishing Co. Ltd., New Delhi, 12th Ed..

2. Arora A and Akshaya Bhatia (2001), “Management Information Systems”, Excel

Books, New Delhi.







3. Jaiswal M and Monika Mittal (2007), “Management Information Systems”, Oxford

University Press, New Delhi.

4. Kahate, A. (2004), “Introduction to Database Management Systems”, Pearson

Education (Singapore) Pte. Ltd., Indian Branch, New Delhi.

5. Korenke D. M. (2007),”Database Processing – Fundamentals, Design and

Implementation”, Dorling Kindersley (India) Pvt. Ltd., New Delhi.

6. Laudon and Laudon, “Management Information Systems”, Pearson Publication, 9th

Ed.

7. Murthy, C S V (2007), Management Information Systems – Text and Applications”,

Himalaya Publishing House, Mumbai, 3rd Ed.

8. Oz E (2008), “Management Information Systems”, Cengage Learning, New Delhi.

9. Rob, Peter and Carlos Coronel (2007), “Database Systems – Design Implementation

and Management”, Cengage Learning, New Delhi, 7th Ed.

10. Sharma, Subhash (1998), “Management Control Systems - Text and Cases”, Tata

McGraw-Hill Publishing Co. Ltd., New Delhi.

11. Simsion G C and Graham C Witt (2006), “ Data Modelling Essentials”, Reed Elsevier

India Pvt. Ltd., New Delhi, 3rd Ed.

12. Stair R. and George Reynolds (2008), “Principles of Information Systems – A

Managerial Approach”, Cengage Learning, New Delhi.

13. Saranavel P (2005), Management Control Systems – Principles and Practice,

Himalaya Publishing House, Mumbai.

14. Halale M (2007), Management Information Systems, Himalaya Publishing House,

Mumbai.







HR – C – 14: Economics of Human Resources Semester – 3

Course Objectives:

• In the classes of economics of human resources students will learn to apply the

economic tools to analyze various social sectors such as education, health,

environment, which are key sectors for human development, and to the work place in

areas of on-the-job training etc. This will help students in becoming effective HR

personnel. Students will be prepared to work with the corporate world, NGOs, the

public sector units etc.

Course Content:

UNIT I

Introduction – The concept of human capital – Different aspects and components of human

capital – The human capital theory – Activities that help accumulate human capital

UNIT II

Economics of Education:

Microeconomics of education – The investment and consumption value of education,

Macroeconomics of education – Education and economics growth, Efficiency of education

system.

Non-market benefits of education

UNIT III

Economics of On-the job Training

Economics of labour market discrimination

Health Economics-Economics of health care market, Efficiency of health system

UNIT IV

Environmental Economics – Introduction of subject matter

(Discussion about the global issues related with environment).

Economics of pollution control

The issue of human capital flight

REFERNCES

1. Pindyck, R.S., and D.L. Rubinfeld, Microeconomics, fifth ed., Prentice Hall India, 2004

2. Mankiw, G.N., Macroeconomics, fifth ed. Worth Publishers, 2003







HR – C – 15: Labour Legislation – I Semester – 3

Course Objectives:

• The objective is to enable the participants to familiarize themselves with important

provisions of Industrial and labour laws which have substantial bearing on business

decisions. Attempts will be made a) to give broad conceptual ideas of the laws taken for

discussion, and b) to develop an insight into legal implications of their more important

provisions.

Course Content:

UNIT I

Introduction to Labour Legislations

Industrial Disputes Act, 1947

UNIT II

The Factories Act, 1948

Payment of Wages

Child Labour Prohibition Act

UNIT III

Bombay Industrial Relation Act

Contract Labour Abolition

UNIT IV

Payment of Bonus Act, 1965

Introduction to Law of Dept. Inquiry and Principles of natural Justice

Disciplinary Actions and Domestic Inquiry

REFERNCES

1. Prasad H and Kharbanda V.K.(1987) Labour Laws Digest, Law Publication.

2. Misra Surya Nrayan, Misra Sudhir Kumar(2001) Labour and Industrial Laws, Cenral

Law.

3. Garg Ajay (1989) Labour Laws one should know,Nabhi.

4. Bhatia S.K (2001) Labour and Industrial laws, Deep and Deep.

5. Malik P.L. (2004) labour Laws, ECB.

6. Misra S.N. (2006) labour Laws, Central lawhouse.







HR – C – 16: Industrial Relations Semester – 3

Course Objectives:

• The main objective is to introduce concept, system, and practices of Industrial Relations

in Indian context and to make students understand major industrial Relations functions

at various levels of organization and to develop their skill to analyze present and future

trends in Industrial Relations practices. It also focuses on providing knowledge and skills

necessary for HR managers to work competently in changing organizational and social

environment.

Course Content:

UNIT I

Industrial Relations: Definition, Importance, Scope and Components of Industrial Relations,

Factors affecting Industrial Relations, Characteristics of Indian Industrial Relations System.

UNIT II

Industrial Disputes: Definition, Classification of Industrial Disputes, Causes of Industrial

disputes, Impact of Industrial dispute.

Industrial Unrest: Strike, Lockouts, Topologies of Strikes, Illegal strikes, Prevention of

strikes.

UNIT III

Tripartite Bodies: The Indian Labour conference, Its importance and role in maintaining

industrial relations, code affecting industrial relations, Impact of International Labour Code

in industrial relations.

Bipartite Bodies: Work committee and Joint, Management councils-its compositions and

Functions.

Standing Orders: Meaning, Objectives and Evolution of Standing orders.

UNIT IV

Grievances: Meaning, Definition, Causes of grievances, Procedure for Settlement and Model

grievance procedure.

Collective Bargaining: Meaning, Main Features of Collective bargaining, Importance,

Principles of Collective Bargaining, Collective Bargaining agreements at different levels.

Settlement Machinery: Conciliation, Arbitration and Adjudications.

Labour Welfare: Concept, Features and Need of Labour Welfare officers, His contribution in

Industrial Relation maintenance.

REFERNCES

1. Mishra L.: Case laws on Industrial Relations issues and implications- Excel Books,

New Delhi 2006

2. Bhalia S.K.: Constructive Industrial Relations and Labour Laws- Deep and Deep, New

Delhi 2003

3. Mathur T.N: Industrial Relations in Public Sector- Arihent Publishers, Jaipur 1990.







HR – C – 17: Global Human Resource Management Semester – 3

Course Objectives:

• International Human Resource Management has acquired a unique status and

reputation in global economy. This course is designed to provide an understanding of

the theoretical foundation and the practical implication of international approaches to

human resource management.

Course Content:

UNIT I

International HRM: Definitions, Models of International HRM, difference between domestic

and international HRM.

Expatriate: Meaning, Different Roles of Expatriate, Reasons for Expatriates failure.

UNIT II

Organizational Structure: Expatriate, Sales subsidiary, International Division, Global

product/Area Divisions, Matrix Structure, Mixed Structure.

International staffing: Approaches to International Staffing, Ethnocentric approach,

Polycentric approach, Geocentric approach , Regiocentric approach.

UNIT III

Training and development of International Staff: The deployment cycle for international

assign assignments, Design of training for overseas assignment.

Performance appraisal for Expatriates: Factors influencing Expatriates performance, criteria

to be used for appraisal of Expatriates Staff performance review practices of America,

Russia, Japan.

UNIT IV

Global compensation system: The existing compensation system, The changing

environmental pressures.

Social Security Schemes in different countries: Statuary social security scheme, Federal

republic of Germany, U.K., U.S.A. and Russia.

REFERNCES

1) Bhatia S.K., 2005International Human Resource Management. A Global perspective.

Deep and Deep publication. New Delhi.

2) Dowling Peter J and Weltch E Denice 2004, Internationsl Human Resource

Management. Thomson Learning.







HR – C – 18: Human Development and Human Rights Semester – 3

Course Content:

UNIT I

Human Development – introduction – Historical Background – Need – Concept – Definition

– UN and UNDP – Millennium Development Goals

UNIT II

Human Development Index - India’s status in Human Development – HD and various

national and international agencies like ILO, Govt. of India

UNIT III

Introduction to Human Rights

Human Rights, Introduction, Definition, Historical Background, Bases and Sources, Idea and

Ethos; The UN and its Charter, International Bill of Human Rights, Perspectives on Human

Rights and Human Duties, Individual and Human Rights, State Responsibility in International

Law, Indian Perspectives on Human Rights, UN Perceptions, Emerging Dimensions in Human

Rights, Future Trends for the Third Millennium.

UNIT IV

Principles and Theories of Human Rights

Evolution of the Concepts, Theories and Principles, Internationalization of Human Rights,

Theoretical Foundations of Human Rights, Modern Theories of International Human Rights,

Political Philosophy, Paradigms of Legal Philosophy, Legal Realism and Critical Theory.

REFERNCES







HR – GO – 03: HRD in Service Sector Semester – 3

Course Objectives:

• To understand the context and characteristics of the service sector relevant to HRD, the

special role of HRD I the service sector and the types of HRD interventions relevant to

service organizations.

Course Content:

UNIT I

Introduction – Nature and Role of the Service Sector – Importance of HRD in the Service

Sector – Role of HRD in the Service Sector.

UNIT II

HRD in Banks – HRD in the LIC – HRD in Education – HRD in Health Sector and HRD in

Tourism.

REFERNCES

1. T.V. Rao: HRD in the New Economic Environment, Tata McGraw Hill, New Delhi.

2. M.B. Athreya: “HRD in the Service Sector,” Indian Journal of Training and

Development, XV (1) Jan – Mar 1985, pp 46-48.







Semester – IV

HR – C – 19: Emerging Trends in HR Semester – 4

Course Content:

UNIT I

1. Employee Engagement

2. Emotional Intelligence

3. HR Metrics

4. HRD Balanced Scorecard

UNIT II

1. HR Outsourcing

2. Talent Management

3. H R Accounting

4. Managing Knowledge in Organizations

REFERNCES

1. Future of HRD – T V Rao

2. HRD Audit – T V Rao

3. Emotional Intelligence – Daniel Goleman

4. Human Resource Accounting –

5. Knowledge Management – Sheila Lebowski

6. Knowledge Management – Rajeev Sabherwal

7. Human Resource Management – Tapomoy Deb

8. HRM Review – ICFAI Press

9. Harvard Business Review – HBR press







HR – C – 20: Labour Legislation - II Semester – 4

Course Objectives:

• The objective is to enable the participants to familiarize themselves with important

provisions of Industrial and labour laws which have substantial bearing on business

decisions. Attempts will be made a) to give broad conceptual ideas of the laws taken for

discussion, and b) to develop an insight into legal implications of their more important

provisions.

Course Content:

UNIT I

Employees P.F. Act, 1952

Workmen’s Compensation Act

UNIT II

Bombay Shops & Establishment

Payment of Bonus Act

Maternity Benefit Act

UNIT III

ESI Act

Minimum Wages Act

UNIT IV

Payment of Gratuity Act

Equal Remuneration Act

Study of important Case laws Group Discussion- Seminar

REFERNCES

1. Prasad H and Kharbanda V.K.(1987) Labour Laws Digest, Law Publication.

2. Misra Surya Nrayan, Misra Sudhir Kumar(2001) Labour and Industrial Laws, Cenral

Law.

3. Garg Ajay (1989) Labour Laws one should know,Nabhi.

4. Bhatia S.K (2001) Labour and Industrial laws, Deep and Deep.

5. Malik P.L. (2004) labour Laws, ECB.

6. Misra S.N. (2006) labour Laws, Central lawhouse.







HR – C – 21 & 22: Project Work Semester – 4

Course Objectives:

• .

Course Content:

UNIT I

UNIT II

UNIT III

UNIT IV

REFERNCES

mhrd syllabus cbcs

Documents